Wikipedia defines Ageism as “Stereotyping and discriminating against individuals or groups on the basis of their age”. Nowhere does this specify only being directed toward older generations. This is hugely important because while we all may feel age discrimination is only directed towards to the older generations, let’s be honest with ourselves that we’re also the ones discriminating towards “millennials”. I even say this while classifying myself as being part of the older generation when in fact, in today’s day and age I technically fall into the millennial category.
Let’s think about this.. “Millennials” are constantly classified as entitled, unprofessional, unreliable, jumpy, spoiled, etc. But did any of us know what we wanted to do in your early 20’s coming out of school or joining the workforce? And did you love (REALLY love) your first “adult” job? I’m guessing probably not, but if you did love it then you were probably pretty lucky. I think we’ve lost sight of the fact that at that age we didn’t have it all figured out either. It’s a different world now where there are more majors, more industries,more roles and larger companies that are creating far more employment options than there were 10-40 years ago. So perhaps they’re just allowing themselves more time to figure themselves out, what’s wrong with that? So what if they’re not buying a house or settling down right away. Just because these things may have been the society norm years ago, does not mean they still are. And keep in mind that while everyone has a choice on where they want to attend college/university/trade schools, they’re graduating with school loan debt often in the six figure range, and into some of the lowest unemployment rates we’ve seen in a long time especially in specialized fields. This is why they’re not rushing into things.
And lastly, keep in mind that they feel they’re being discriminated against too and viewed as a threat. They’re seeing older generations as resistant to change and new ideas, unwillingness to adopt updated technologies and methodology, and a lack of respect for the millennial generation. Just because they’re younger doesn’t mean they’re only motivated by beer taps and ping pong tables, they’re motivated by the prospect of success in a much larger way than in days past.
I’d love to open this up for a positive discussion on what your experience has been with this, and maybe how you could have looked at the situation from a different perspective in that moment? #recruitersadvice #trendingtopics
Job searching is tough. We all know it. So when someone comes along and asks, “How’s the job search going?” sometimes it’s all we can do to not whack that person over the head as we say, “IT’S REALLY HARD & I’M DISCOURAGED AND SCARED AND DON’T ASK ME AGAIN.” Instead, take a deep breath and remember that (usually) the person is asking because they care about you, not because they’re trying to upset you.
In any event, take the opportunity to turn the conversation into an opportunity. 1.) Keep your responses POSITIVE. Say things like, “I’ve talked to some great companies, but nothing has worked out yet. It’s got me excited for what’s next, though!” (Save venting for close friends & family members.) 2.) Network as much as you can. Mix your “job-seeker” status in with other topics of conversation. Talk freely about your work experience AND other things. The more people who know you (both personally & professionally) & think you’re awesome, the better. 3.) Remember to ask questions! People love to talk about themselves so don’t be shy to ask for advice. Use open-ended questions like: - In your experience…? - What worked for you…? - What would you do in this situation?
Just remember: every person you know - or meet - has the potential to become an employer or might know an employer, so keep your head held high and make the most of your chance!
Good luck awesome Jobcasers! #jobsearch #RecruitersAdvice
Sometimes timing can be the key to getting noticed. With the 4th of July holiday upon us, don't forget to check job postings, apply for interesting positions, and follow up with Thank You notes. Try not to stress out about it, but if you have an extra minute, keep up the good work of searching for the right role. Good luck & happy 4th! Marijoy
I found "Recruiter Tips" on Walmart's website that I think will help job seekers. Click **HERE to find Frequently Asked Questions, including Recruiter Tips, from the recruiting staff at Walmart. They answer questions like, "What should I include in my offer letter?", "How should I answer the 'Strengths/Weaknesses' question?", and timing of the application process.
Another helpful source of information is an article from **[Tough Nickel] (https://toughnickel.com/finding-job/hired-at-walmart), which includes help on the Assessment Test and networking.
Good luck, Jobcasers!
Based on how you feel about your current employer or Co-workers, this can be an exciting time or a really scary time! The best advice I can give someone is to be as professional and gracious as you can be. You never know who you will run into again down the road.
Are there any positive or bad experiences people have had giving notice?
Based on a combination of my own experience and the research I’ve done, the #1 reason why applicants/candidates fail interviews is Poor Preparation. Some of the additional reasons include negativity, low interest and enthusiasm in the role or company, being rude and/or disrespectful to the receptionist, dressing inappropriately, being overly relaxed or casual, and yawning. I thought I would put together a list of the Do’s and Don’ts of interviewing, and I know it’s a bit lengthy but bear with me! I think everything can be extremely helpful. DO: Arrive on time! Being late can cost you the interview and potentially the job. DO: Practice good personal hygiene practices, and stay away from heavy scented perfumes, lotions, and aftershaves. DO: Read through any job description or job posting thoroughly prior to your interview. DO: Have clean, fresh copies of your resume stored in a place they will not be damaged. DO: Your research! Make sure you are looking at company or business’s Jobcase profile, and website if applicable. DO: Dress for success. Make sure that your clothes are clean and free of any rips/holes, frayed edges, loose hems, stains, etc. I always lean more towards the side of overdressing vs. underdressing. And if you’re in need of clothes for interviews try checking with resources like Dress for Success, or your local Goodwill. DO: Prepare in advance how to discuss anything that will appear on your background check. Being up front can help to build trust with the employer. And don’t forget, you’re human and you made a mistake. Here are some resources how to approach this and explain: https://goodprospects.goodwill.org/build-skills/address-criminal-record-explaining-your-new-values http://www.ncdsv.org/images/KnowYourRights--AnsweringQuestionsfromEmployersAboutRecordsArrests.pdf http://www.cacp.uscourts.gov/sites/default/files/assets/pdfs/WorkforceDevelopment/Explainingyourconviction.pdf *There additional state specific sites to look at regarding this to make sure there are not different laws in different states. DON’T: Ask the following questions in an interview: a. Information on what the company does - this shows that you have not taken the time to research the company or business that you are interviewing with, as well as a lack of attention to detail. b. If the employer would be willing to change the compensation for you. c. Ask if the position can be remote so that you can work from home, unless the job description has specified that it can be. d. If the company monitors your computer and/or email activity. e. If you will be able to change the job description or responsibilities of the job and when you will be promoted DON’T: Keep your phone out during the interview. This is a distraction and can appear that you aren’t taking the interview seriously. You should probably also steer clear of checking your watch.
I’d love to hear your thoughts and let me know if I’ve forgotten anything. Good luck out there!
When a recruiter says, “I’ll get back to you in a week,” most candidates think, “WHY ON EARTH does it take a WEEK?!?” Here’s why: most recruiters are not the final decision makers. If they’re lucky (as I am here at Jobcase), they work with managers who feel personally responsible for getting the best possible team hired. They are responsive, decisive, and care about a candidate’s experience (whether or not they decide to hire the candidate). Unfortunately, even amazing managers like those at Jobcase have lots of things to do that don’t involve recruiting; as much as they want to control the speed of the hiring process, life/job/business gets in the way.
Also, remember that good recruiters LOVE hiring great people – it’s our job. You’re joining our team, so we WANT to do a good job for you and the company. We often have multiple candidates in the interview process at the same time. We need feedback from interviewers and often need to wrangle several very busy managers into a room to discuss the pros/cons of each candidate once they have a critical mass of candidates to discuss. Even if a recruiter is as efficient as they can possibly be, the timing of things can take a while. All of this is hidden, of course, from the candidate.
Are there ‘bad apples’ in the recruiting world? You bet. If you’re not selected & never hear back, that’s impolite & unprofessional behavior on the recruiter’s part (but it's typically not personal). Try to give the him/her the benefit of the doubt, if possible. Consider that you may not have insight into everything that’s happening within a company.
What a candidate can do: keep in touch, be patient, keep interviewing while a company is working through its process, and ALWAYS, ALWAYS be professional. It’s a small world & what goes around comes around.
Happy hunting! Marijoy
Never stop interviewing with other companies until you’ve officially accepted a new position. This means you have signed the offer letter, filled out paperwork, received benefits, etc. and are in constant contact with the company. I may even go as far as to say don’t stop looking until you’ve started your new position. Too many times people think they have the job in the bag and break off communications with other companies or Recruiters and then find out they’ve given the job to someone else or the role is no longer available. Don’t let this happen!
Has anyone dealt with this type of situation in the past and how did you handle it?
Even as a recruiter with many years of experience I sometimes forget to adequately prepare for an interview. In fact, one of my biggest faults is forgetting a business card. How can I expect candidates to send me a “thank you” if I don’t share my info with them? So just make it easy on them and bring your business card! This is just one of the many things needed to prepare for interviews, no matter the role or the company. You want to ensure that you are providing every candidate with a positive candidate experience so that they walk away from the interview feeling excited for the role and hoping to receive an offer (whether they’re fit or not). Candidate experience continues to be of increased importance, and in today’s digital age a bad review of the company or interview process can show up when you least expect it. I put together a few things to DO to prepare for the interview, as well as a few DON’Ts when interviewing: 1. DO: Come prepared! Make sure that you have reviewed the candidate’s resume, Jobcase profile, and any additional notes you might have (i.e. recruiter notes, recommendations, praises, etc.). 2. DO: Bring a business card if available. 3. DO: Have a clear objective for the interview. 4. DO: Do not share feedback between interviews to ensure that you’re going into an interview unbiased (Personalities mix very differently so basing your opinion on the feedback from someone else you’re running the risk of missing out on a great potential employee). 5. DO: Arrive on time - coming late can throw off the entire interview schedule. Most candidates have taken time off to meet with you so be respectful of their time. 6. DO: Close the interview with next steps or a realistic timeframe for when they’ll hear back, but stick to that timeframe. We see more comments that you can imagine about candidates not hearing back in a timely manner or at all. 7. DON’T: Check your phone throughout the interview, stay engaged in the conversation 8. DON’T: Disengage during the interview regardless of whether you determine the candidate is a fit. This results in a poor candidate experience which could turn into a negative interview on sites like Glassdoor, Yelp, etc. 9. DON’T: Rush through the interview. 10. DON’T: Ask questions related to (these are deemed as discriminatory): Race, Religion, Gender, Age, Place of birth, Lineage or Ethnicity, Marital Status and/or Sexual Preference, Children, Location and Commute, Disability or Illness. Here are some additional resources on this topic and how to reframe questions: https://knowhownonprofit.org/how-to/how-to-avoid-illegal-or-innapropriate-interview-questions http://www.huffingtonpost.com/2015/04/09/off-limits-questions-job-interviews_n_7028050.html
Super confusing, right?! Ok, here’s the breakdown: “HR” (or human resources) can describe lots of different functions, like Recruiting, Compensation, Employee Relations, Benefits Administration, etc. Large companies typically have specialists in each of these areas & they are all independent jobs (and are often separate departments). Small & medium companies can have one person handling all of them OR they can have different people covering one (or many) different functions.
“Recruiters” typically manage the hiring process, which usually includes company branding, posting open jobs, reviewing resumes, interviewing, offer negotiation, and (sometimes) on-boarding.
“Hiring Manager” describes anyone in the company who needs to hire, which means someone can be all 3! If the HR Manager is also managing the recruiting process to find an employee to work FOR THEMSELVES, then s/he is all 3.
What does this mean for you? It means that it doesn’t matter what the person’s title is. You should engage with the person who contacts you for the interview as though s/he is the most important person you’ll speak to. Because that’s the truth.
This contact should be able to differentiate who-is-responsible-for what. And during your interview, you should ask about the interview process, the team, management and/or organizational structure, and make sure to ask how you should follow up. Regardless of title or department, focus on how you can impress everyone you meet. IT’S YOUR TIME TO SHINE!